The relation of feedback-seeking motives and emotion regulation strategies to front-line managers' feedback source profiles: A person-centered approach

被引：3

作者：

Qian, Jing ^{[1
]}

Han, Zhuo R. ^{[2
]}

Guo, Zhichao ^{[3
]}

Yang, Fu ^{[4
]}

Wang, Haiwan ^{[1
]}

Wang, Qiuyue ^{[1
]}

机构：

[1] Beijing Normal Univ, Sch Business, Beijing 100875, Peoples R China

[2] Beijing Normal Univ, Beijing Key Lab Appl Expt Psychol, Sch Psychol, Beijing 100875, Peoples R China

[3] Beijing Technol & Business Univ, Sch Econ, Beijing, Peoples R China

[4] Southwestern Univ Finance & Econ, Sch Business Adm, Chengdu, Peoples R China

来源：

JOURNAL OF MANAGEMENT & ORGANIZATION | 2016年 / 22卷 / 01期

基金：

中国国家自然科学基金;

关键词：

LEADER-MEMBER EXCHANGE; INDIVIDUAL-DIFFERENCES; AUTHENTIC LEADERSHIP; SELF-REGULATION; BEHAVIOR; MODEL; CONSEQUENCES; PERFORMANCE; ENVIRONMENT; RESOURCE;

D O I：

10.1017/jmo.2015.7

中图分类号：

C93 [管理学];

学科分类号：

12 ; 1201 ; 1202 ; 120202 ;

摘要：

Although the current literature offers some preliminary information about seeking feedback from various sources, a variable-centered approach has been adopted in which seeking feedback from supervisors and from subordinates was treated separately. We endeavored to extend this work through model-based cluster analysis, a person-centered approach, to identify distinct feedback source profiles in our sample of 209 front-line manager-supervisor dyads. Additionally, we aimed to explore whether such profiles differed between two feedback motives, perceived instrumental value and perceived image cost, as well as managers ' emotion regulation strategies. Results revealed six feedback source profiles and such profiles are associated not only with their perceived image cost and instrumental value but also with their emotion regulation strategies.

引用

页码：68 / 79

页数：12

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